Explanation:
Keep an eye on irrational or unusual behavior by employees that might precipitate a violent outburst, for example, and take action to ensure safety. You can also watch out for problems in the workplace environment that might cause harm or injury to your staff.
Good luck! :D
A)
The employee will not work as hard to meet the monthly sales quota
because there is no personal benefit to be gained.
B)
he employee will try even harder to meet the monthly sales quota in an
effort to convince the company to reinstate the bonus.
C)
The employee will encourage customers to buy elsewhere in an effort to
get revenge on his or her employer.
D)
The employee will continue to try to make as many sales as possible
because making sales gives the employee great satisfaction
Explanation:
Jack has met his sales quota even though he was hospitalized for appendicitis during the year. b. ... aligning employee behavior with organizational business goals. A ... As long as most employees will experience an increase in pay with this system, they will be ... bonuses do not become part of employees' base wages. D.
The most likely effect of an employer removing a bonus for meeting sales quotas is that employees who are extrinsically motivated will reduce their effort, as their primary incentive for hard work has been taken away. Intrinsic motivation, such as personal satisfaction, may still drive some employees, but it is not the typical response in this context.
If a company announces that it will no longer offer a bonus to employees who meet monthly sales quotas, the most likely way this might affect the behavior of an employee who is motivated extrinsically is that the employee will not work as hard to meet the monthly sales quota because there is no personal benefit to be gained. This is because extrinsic motivation is driven by external rewards such as money, praise, or status. Removing the incentive, which is the reward given for work, often leads to a decrease in extrinsic motivation.
Using another scenario as an example, a businessman who feels he deserves a raise may find consolation in the idea that hard work is its own reward, showing how intrinsic motivation can still drive an individual even without external rewards. However, in the case of an employee motivated primarily by extrinsic factors, the removal of tangible rewards like bonuses often results in reduced motivation and effort. Additionally, market pressure sometimes can lead businesses to adjust pay, but in this scenario, motivation and performance are more immediately impacted by the company's decision to eliminate the bonus.
#SPJ12
Answer:
Howard Gardner proposed a model that described nine different types of intelligences.
Explanation:
Howard Gardner developed the theory of multiple intelligences in 1983. According to him, there are nine different types of intelligences:
1. Musical-rhythmic and harmonic
2. Visual-spatial
3. Verbal-linguistic
4. Logical-mathematical
5. Bodily-kinesthetic
6. Interpersonal
7. Intrapersonal
8. Naturalistic
9. Existential
Since the question asks only for the number of types and does not require a description of them, let's just take a look at the logical-mathematical type of intelligence as an example. People who have developed this type of intelligence are good at recognizing patterns and analyzing problems logically. They are specially good at abstract reasoning and problem-solving.
Answer:Job description is all about collecting and recording basic job-related data that includes job title, job location, job summary, job duties, reporting information, working conditions, tools, machines and equipments to be used and hazards and risks involved in it. A job description may or may not have specific purpose. It depends on what HR managers want to determine and what is the objective of conducting the process of job analysis.
Job Description is a summary of job analysis findings that helps managers determine what an employee is supposed to do when onboard. The purpose of job description depends on the level of details the job findings include. Job description carried for general purpose typically involves job identification (title, designation, location) and a statement of duties and functions of a prospective or existing employee. A specifically carried job description includes detailed information about the kind of job, how it is supposed to be performed and what is expected to be delivered
The main benefit of general purpose job description is that it does not consume much time and quickly provides basic information to managers. It does not require much human efforts and is very easy and convenient to carry out. Additionally, a job analyst does not have to conduct deep research to gather the required details.
Specific purpose job description includes detailed information about job responsibilities of an employee. It also covers sub tasks, essential functions and detailed job duties. It involves huge amount of details such as what an employee needs to do, how it is to be done and what are the performance standards, etc.
it offers ample information to evaluate job performance and determine training needs of employees. It serves as a basis for all other HR processes including recruitment and selection, performance appraisal, compensation decision and many more.
Explanation:There is no organization that can survive without the use of Job description because it's job easier and more flexible,it's gives direction about the job and also the organization bas a whole.
A job description is a management tool that defines the roles and tasks of a position, aiding in effective HRM, talent acquisition, and performance management.
A job description essentially serves as a tool for management to define the roles and responsibilities of a particular position. This not only helps in the HRM process and talent acquisition by providing a clear picture of what the role entails, but also plays a significant part in formulating an effective performance management system.
Each section of a job description contributes to the overall functioning of a performance management system in the following ways:
The above points demonstrate how a job description forms an integral part of management strategy, contributing significantly towards performance management and enhancing the efficiency of the talent acquisition process.
#SPJ3
Answer:
informed consent
Explanation:
Informed consent refers to the procedure which involves attaining the permission of the individual before initiating any medical or healthcare service to them. Also, the disclosure of personal information falls under consent. Before providing any medical assistance or therapy, the health care provider seeks the consent of the patient. Also, a clinical researcher intends to attain permission from the participant before the commencement of the clinical trial.
Answer:
Developmental norms are defined as standards by which the progress of a child's development can be measured. For example, the average age at which a child walks, learns to talk, or reaches puberty would be such a standard and would be used to judge whether the child is progressing normally.
Explanation:
Answer:
Developmental norms are determined by taking measurements, such as length or weight, to determine how development compares to other children in the same age group. The average number of children who have reached a particular task or measurement are then placed on a percentile scale to determine what the norms would be for that particular age group
Explanation:
the answer edge gave me